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When managing others, one size does not fit all. Tailoring your
leadership style to complement different brain types and
respecting the individual differences of those you’re managing
will bring out the best in them.

Being able to identify someone’s brain type will
help you understand what motivates them, what fears drive them,
how they process information, how they respond to stress and
more. When you know this information, it’s easy to adjust how you
approach each type to ensure they can do their best work and
deliver optimal results.

Controllers + Managers are motivated by control,
results and prestige. When managing this type, be sure to frame
assignments in terms of achievement, competition or how their
work will benefit the company. They fear losing control, so frame
requests to keep them feeling in control.

Instead of dictating exactly how you want something done, tell
them the result you’re looking for and a deadline, and then allow
them to figure out how to efficiently achieve the results. This
type easily prioritizes tasks based on the most important benefit
or outcome, so allow them to prioritize their work themselves.

Innovators + Influencers are motivated by
flexibility and recognition. They crave freedom and are OK with
breaking the rules a bit. As long as the rules aren’t legal or
ethical ones, give them space to operate as freely as possible.
Frequent check-ins may feel overbearing, so check-in informally
about once a week to ask their opinion on how things are
progressing toward the results or deadline.

You can expect this type to procrastinate and work on multiple
projects at once. They prefer to work on what’s new, unique, easy
or fun, so be sure to prioritize work for them and give a hard
deadline that includes review time. Minimize repetitive work, as
this type gets bored with details (though they often obsess about
certain details). These employees usually crave respect, so be
sure to point out what they do well, how you appreciate their
ideas and how they’re making a difference for your business.

Nurturers + Harmonizers want to be included and
help others. They fear being excluded. Be sure to include them in
meetings where decisions impact their work. To bring out their
best, invite them to help instead of saying, “I need you to do
this.” Avoid being pushy or aggressive, especially if you are a
Manager + Controller type, because they resent being pushed
around, even though they won’t typically push back.

This type likes routine, so be sure to map out current and future
assignments, rather than peppering them with requests all the
time. Be sure to let them know who each assignment is for,
because “who” is their most important information need
and that information will affect how they approach an assignment.

Suggest collaborators for this type, as they often need
interaction to feel satisfied. If you’re not getting the best
work from this type, be sure to spend some time repairing your
own relationship with them -- they will do great work when they
feel you value them and your relationship.

Systemizers+ Analyzers need
structure to feel comfortable making progress on an assignment.
They’re motivated by preparation and accuracy and they fear being
wrong. To bring out their best, front-load detailed project
information and a timeline so they can feel safe and secure with
what they have to work with.

Check in on deadlines regularly because this type tends to avoid
prioritization and may not tell you if they’re running behind,
but will always strive to do quality work. Give them assignments
that allow them to mitigate or avoid risks.

Be prepared for this type to caution you regarding your approach
or process and evaluate their ideas on the quality of information
they provide. Minimize emotions and allow them to make objective
decisions and recommendations. This type hates surprises and new
information can throw off their estimates, so give them plenty of
time to re-evaluate any progress they’ve made if you change
strategy or direction.

Bringing out people’s best can be very easy when you know and
adjust for how their brain types naturally work. Make sure you
spend a little time reviewing each team member so you can
effectively communicate on their terms when making requests or
assigning tasks.